ENSURE COMPLIANCE WITH THE REGULATORY FRAMEWORK AND AVOID CRIMINAL RISK

THE USE OF FOREIGN WORKERS REQUIRES COMPANIES ESTABLISHED ON FRENCH TERRITORY TO COMPLY WITH BINDING REGULATIONS. WE ADVISE YOU TO AVOID ADMINISTRATIVE AND PENAL SANCTIONS WHICH ARE OFTEN VERY HEAVY.

Majorelle Mobility assists employers established outside France who second employees to France and who must make declarations prior to the secondment to the Direccte ("Sipsi" teleservice of the Ministry of Labour), taking into account the regulatory specificities related to the companies' sector of activity (transport, construction, public works, etc.).

/Support for French companies when they are principals of companies established outside France, in the context of the secondment of their employees in France (obligation of vigilance, appointment of a representative in France by the contracting party, drawing up, if necessary, subsidiary declarations of secondment, etc.).

/ Compliance with French provisions specific to temporary work: examination of the risks related to the use of temporary work, the assignment contract, the secondment contract, analysis of the compliance of the situation of the seconded employees

/ Compliance audit / Obligation of vigilance: identification of the subcontractor, mandatory documents, certificate of vigilance sent to URSSAF, prior declaration of secondment, appointment of a representative in France, transmission to the Labor Inspectorate via the SIPSI tele-service

/Assistance to temporary employment agencies: financial guarantee, information obligations of user companies using seconded employees provided by temporary employment agencies established outside France, control of supporting documents relating to the situation and activity of the seconded employees.

/ Specificities Construction sector: obligation to post signs, legislation applicable in the event of an accident at work, obtaining the mandatory professional identification card ("carte BTP"), membership in a paid vacation fund and "bad weather".

/ Fight against concealed work (concealment of activity or employees) and management of the risk of irregular employment (inspections by the Labor Inspectorate, cessation of site activity, litigation)